GUEST ARTICLE BY CRAIG BROWN
Unless you plan to manage all operations on your own, you will no doubt need to find a number of helpers as your organization grows. While many tasks may be best handled by a part- or full-time employee, it may be more cost-effective to hire freelancers for short-term projects. Forming efficient and effective professional relationships with independent contractors is not always straightforward, however. Consider these tips that may help you strengthen your organization through the use of freelance work.
1. Adhere to Tax Laws
Before designating an assignment as the responsibility of an independent contractor, be sure to fully understand all the legal and financial ramifications. While it may seem that outsourcing projects will save you money by eliminating the need to pay employee benefits, issues can arise when staff members are classified incorrectly.
If a worker has a set schedule, completes projects while under your roof, and has no other clients, he or she may not qualify as a freelancer. Additionally, remember that you must handle taxes differently when working with independent contractors. Namely, you are required to fill out a 1099 tax form for freelancers but a W-2 form for employees.
Clearly, payroll gets complicated quickly. One way to ensure you’re doing things the right way is to engage a payroll service. Services like QuickBooks take care of calculating payments and generating payroll automatically. They can also pay your taxes automatically so you never miss a deadline. It can take a load of work off your plate and allow you to focus on other tasks.
2. Optimize Your Search
Once you have decided to hire a freelancer, it's critical that you launch a broad yet detailed search so you can find the most qualified candidates. While it might be ideal to connect with a worker through another trusted organization, word-of-mouth advertising may offer you a very limited selection. Fortunately, there are a number of websites that allow you to search for freelancers and post your own listings. Some experts like GraphicMama recommend that you thoroughly describe the work you require. Include information about your expectations regarding deadlines, communication, cost and work experience.
3. Get To Know the Applicants
After narrowing down job candidates to a reasonable number, make time to meet with each one, whether virtually or in person. Even though this may only be a short-term hire, it's essential that you ask thoughtful questions to understand the professionals who may impact your organization. For instance, Undercover Recruiter suggests using interviews to gain insight into candidates' abilities and experience. You may even wish to view portfolios or images of previous projects.
Additionally, be sure to understand how each specialist manages her time. It's important to know whether she is working with many other clients and whether she can meet your deadlines. Finally, ask a few personality-based questions to ensure an independent contractor will work well with your existing team.
4. Communicate Clearly
When outsourcing work, your job is not finished after hiring a well-qualified candidate. Be sure to establish a consistent means of communication and to give the freelancer feedback about your expectations. One way to do this is to schedule daily, weekly or monthly video calls to discuss the project's progress. It may even be a good idea to offer independent contractors a modest assignment to begin with so that they can adjust to your organization's specific style and needs. Remember to connect independent contractors with someone they can come to with questions and concerns to make sure a task isn't delayed due to poor communication.
While freelancers may be a somewhat temporary part of your team, these professionals may still have a significant influence on the success and future direction of your business. Be sure to choose these specialists carefully and to work alongside them throughout the whole process so their presence at your organization is as mutually beneficial as possible.